Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.

Abstract

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

Does safety climate moderate the influence of staffing adequacy and work conditions on nurse injuries?

“…However, the relationship between unit capacity as an indicator of staffing adequacy and nurse safety outcomes has not been previously described. Similarly, while studies have not examined the relationship between work engagement and nurse safety outcomes, Harter, Schmidt, and Hayes (2002) found that higher work engagement among employees in industrial organizations was associated with fewer work days lost due to injury. This finding lends support to the argument that employee safety depends not only on compliance with safety rules but also voluntary participation in safe work practices, participation that is strongly influenced by involvement in and commitment to the work.…”

A Prognostic Examination of Employee Engagement from its Historical Roots

“…As indicated earlier, there is a general belief that there is a connection between employee engagement and business results 33 . However, engagement is an individual-level construct and if it does lead to business results, it must first impact individual-level outcomes.…”

“…Job satisfaction, a widely researched construct, is defined as a pleasurable or positive emotional state resulting from the appraisal of one's job or job experiences 21 22 begin their discussion of engagement by using the term engagement-satisfaction, but drop the satisfaction from the term early in their article. It has been found that while the relationship between job satisfaction and performance is weak at the individual level, but is stronger at the aggregate level (Ostroff, 1992) 23 .…”

“…· Harter, Schmidt and Hayes (2002) define employee engagement as "the individual's involvement and satisfaction with as well as enthusiasm for work" (p. 269) 6 . · Lucey, Bateman and Hines (2005) interpret the Gallup Engagement Index as measuring "how each individual employee connects with your company and how each individual employee connects with your customers" (p.12).…”

An examination of individual teacher engagement and school climate characteristics that influence highly effective veteran teachers to remain teaching in low-performing schools.

“…Shuck (2011) identified four emerging themes generally used to define approaches to understanding EE. (1) The needsatisfying approach (Kahn, 1990); (2) the burnout-antithesis approach (Maslach et al, 2001); (3) the satisfaction-engagement approach (Harter, Schmidt, & Hayes, 2002); and (4) the multidimensional approach (Saks, 2006).…”